Recruitment and selection seven point plan

Other factors will influence the nature of the selection process such as location, the size of the business, the resources available, the supply situation in the labour market, the style of management and the corporate culture issues relevant to recruitment and selection. The scope of the job. Develop a job description, which is a broad description of the job, its title, purpose, tasks, authority and performance targets. Consequently, a number of other selection techniques have been developed to support the selection process. What is a reasonable adjustment will depend on the cost involved, the impact on other employees and how effective it would be in facilitating the proper performance of the job. Appointing committees may choose other methods of selection appropriate to the particular post, e. The meaning of direct discrimination is self-evident, and is unlawful even if the action is well-intentioned, e. Psychometric tests - assessment of the candidate's personality, attitudes and character to predict whether he or she would fit into a team, respond to the pressures of the job and be prepared to accept or seek responsibility, e. Person Specification This describes the ideal person to fill the job, and is a profile of the personal skills and characteristics the appointing committee should be looking for. Research shows that this is an effective way to get close to recreating the demands of a job and, therefore selecting the appropriate person. Call for references from previous employees, educational institutions or from personal connections. This will provide the foundations for the recruitment process Prepare a job evaluation which is an assessment of the value of the job in relation to other jobs, so that the rewards and remuneration can reflect its value and attract appropriate candidates. Letter of application - The purpose of a covering letter is to provide a candidate with a less formalised way to introduce themselves, their qualifications and the reasons for their interest in a particular position. Each of these gives certain headings under which the attributes of the ideal candidate can be classified.

Action Before Advertising An appointing committee can only make a sensible choice if it knows what the duties of the post are and what type of person is being sought. Advertising The purpose of an advertisement is to indicate to someone with the right skills and qualities that this is a suitable post for him or her.

the seven point plan

There are no personality or aptitude tests formally recommended for use by appointing committees in the University. When interviewing candidates: Listen carefully to what the candidate says, and the way it is said.

Recruitment Action Affected by these Acts of Parliament The Sex Discrimination Act, the Race Relations Act and the Disability Discrimination Act affect the work of appointing committees by making unlawful discrimination: in the arrangements made for the purpose of determining who should be offered employment. Attainments: education, qualifications, experience. Please advise the appointee that this is the case, and not that they will be sent a letter the day after a decision has been reached. Employment of People with Disabilities The following notes are intended to provide brief guidelines on avoiding unjustifiable discrimination against candidates with a disability. Candidates are put through a range of tests, exercises, interviews, group activities and role plays often lasting several days. The Human Resources Office will send a copy of these notes to each member of an appointing committee, but Chairpersons of appointing committees should ensure that all members of the committee have seen these notes and should remind members of the guidance herein, in particular those relating to equal opportunities. This may be subject to a successful medical. Majority Voting In all cases it is desirable that decisions should be arrived at by consensus rather than by voting, but if voting is necessary the Chairperson has a casting vote as well as an initial vote. Those reasons should be recorded in case any applicant submits a claim of discrimination to an industrial tribunal. Various schemes exist to facilitate the employment of people with disabilities. Filed under: bzowy , HR , knowledge management , Organizacje , satysfakcja pracownicza Tagi: bzowy , Fraser Five-Fold , HR , metody rekrutacji , Munro , rekrutacja Introduction These notes have been produced to assist members of appointing committees in their task of choosing the best person for the vacancy. As general notes, they may not all be applicable to every post. Confidentiality All proceedings of appointing committees, including the names of candidates, are strictly confidential and must not be divulged to those who are not members of the appointing committee, other than authorised University officers and in relation to short-listed candidates for teaching faculty posts in the following circumstances.

This will vary according to the perceived importance of the vacancy. It will also often be helpful to applicants to be shown around the place of work and given the opportunity to talk to other employees.

seven point plan in guidance and counselling

It normally starts with personal details such as address, nationality and gender and then includes information such as educational and professional qualifications, employment history, publications and a career 'vision' A resume tends to be shorter than a CV.

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five point plan

These are more often applied to senior posts. Look out for the answer that has been prepared for expected questions and that is designed to please the appointing committee rather than give the truth.

It must be made clear that formal approval has to be obtained, and no letter should be sent which could be read as an offer of employment.

Recruitment and selection seven point plan

The committee should be clear why it has chosen the successful candidate and why each other candidate was not chosen. This might be by external recruitment, or internal by redeploying an existing employee, or by replacing the function with a machine or by outsourcing to another company. It can be customised to include details deemed necessary for the specific post or generalised to all applications to the organisation. Various schemes exist to facilitate the employment of people with disabilities. The Rodgers seven-point plan used to draw up the person specification can also be used as a checklist for preparing the questions to be asked. It will also often be helpful to applicants to be shown around the place of work and given the opportunity to talk to other employees. Feel free to make notes during each interview. The guidance is given in general terms and is applicable to appointments of all categories of staff. This may be done by individual managers or by a panel. Confidentiality All proceedings of appointing committees, including the names of candidates, are strictly confidential and must not be divulged to those who are not members of the appointing committee, other than authorised University officers and in relation to short-listed candidates for teaching faculty posts in the following circumstances. Candidates are put through a range of tests, exercises, interviews, group activities and role plays often lasting several days.

The characteristics identified as necessary through analysis of the job description are then entered against the appropriate heading.

APPENDIX A: Person Specification A person specification describes the ideal person to fill the job, and is a profile of the personal skills and characteristics you will look for in the recruitment and selection process.

What should take the following action before an advertisement is drafted?

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Recruitment and selection